1. – P. 1

2. – P. 2 Purpose Catalyst For Growth o Strategy (Vision/direction) o Culture (Core Values/Purpose) o Accountability (Rhythm/Metrics) o Corporate Valuation (Value Metrics) 2

3. – P. 3 How Results are Delivered/Realized 1.Set Measurable Goals (13 wk race)- Pair with Vision 2.Communicate and Build Trust 3.Track Progress Publicly- Transparency/Real time 4.Plan and Anticipate Future- Develop Roadmap 5.Hire Winners & Put People In Area of Strength 6.Organize Self & Others To Do The Job 7.Measure results and Duplicate 8.Celebrate Success 3

4. – P. 4 WHERE DO WE BEGIN? 4

5. – P. 5 Executive Leadership Strategy Culture Account- ability Valuation

6. – P. 6 Executive Leadership Strategy Cult

7. – P. 7 Executive Leadership Cult

8. – P. 8

9. – P. 9 Executive Leadership Hedge- hog Sandbox BHAG

10. – P. 10 Purpose + Why Factor Strategy Culture

11. – P. 11 Current Environment 75% of employees are disengaged in their job Over 80% of workforce has an experienced virtual network that is NOT being used Technology enables ‘Flat World’ (allows access to best/brightest anytime anywhere) First time in history we have four ‘active’ generations in the workforce 11.

12. – P. 12 Current Environment Generation Y: Born 1977 – 1995 (users of the technology) Generation X: Born 1965 – 1977 (creator of technology) Baby Boomers: Born 1946 – 1964 (consumerism) Matures: Born pre-1946 (depression era) 12.

13. – P. 13 Catalyst For Growth How do I leverage my current work force? How do I engage and inspire thinking/learning? How do I make it exciting, stable, sustaining all at the same time? How do I leverage the network surrounding my company? 13.

14. – P. 14 Catalyst For Growth o How Does Your Team Line Up o What Are The Strengths You Can Leverage? o What Mix Does My Team Need To Be Effective? o How Do I Communicate? o How Do I Engage Them? 14

15. – P. 15 Executive Leadership Strategy Culture Account- ability

16. – P. 16 16

17. – P. 17

18. – P. 18 Catalyst For Growth Focus On What Is A Priority Clarity On What Success Looks Like Measured Growth/Advancement Buckets Can Be Moved Or Transitioned To Others Don’t Get In The Way Of Others Create Temporary “Job Sheets” 18

19. – P. 19 Growth Metrics What Are We Going To Measure: o Lagging Metrics (financials) o Critical Metrics (error/quality reports) LEADING METRICS: o Can you Influence the Metric? o Will Our Action Drive Metrics? o What Action Do We Want To Drive? 19

20. The copying, distribution and utilization of this document as well as the communication of its contents to others without expressed authorization is prohibited. Offenders will be held liable for the payment of damages. All rights reserved in the event of the grant of a patent, utility model or ornamental design registration. 20 COMPANY SAMPLE Strategic Plan Business Plan Target Agreements Personal Matrix DISC Strengths Achievements Accountabilities

21. – P. 21 Executive Leadership Strategy Culture Account- ability

22. – P. 22 Summary: Executive Leadership Catalyst For Growth o Strategy (Vision/direction) o Culture (Core Values/Purpose) o Accountability (Rhythm/Metrics) 22

23. – P. 23 Summary: The Process 1.Set Meaningful Goals (13 wk race) 2.Communicate and Build Trust 3.Track Progress Publicly 4.Plan and Anticipate Future 5.Hire Winners & Put People In Area of Strength 6.Organize Self & Others To Do The Job 7.Celebrate Success 23

24. – P. 24 Leaders Laboratory Donnahover@leaderslaboratory.com www.leaderslaboratory.com 248.284.5605 RESOURCES: Clients Only PASSWORD: 456CEO 24